Dyslexia Workplace Needs Assessments

Our Workplace Dyslexia Needs Assessments Helps Employees With Dyslexia Achieve Their Full Potential At Work

Occupational Psychologist Dyslexia Workplace Needs Assessments

We conduct dyslexia workplace needs assessments in London, Nottingham, Birmingham, and online nationally and internationally. Our workplace needs assessments are designed to ensure that reasonable adjustments are made for dyslexic employees at work.

Dyslexia can cause significant problems with performance at work; 1 in 10 people have dyslexia. Our workplace needs assessments are designed to ensure that suitable workplace accommodations are implemented. If the individual involved does not have a diagnostic evaluation, one must be obtained as soon as possible. There is often a fear of disclosing dyslexia and other neurodiverse conditions because of how the employee perceives this will impact their career, getting a job, and the regard that others hold them in. Further information about dyslexia diagnostic assessments can be found on our website here. Before the dyslexia assessment, we recommend that the person to be assessed undertakes our free dyslexia screening assessment. A full diagnostic assessment will be required for a formal diagnosis of dyslexia, even if the screening assessment indicates that the individual might have dyslexia.

Dyslexia is a disability, and employees with dyslexia have protection under the Equality Act 2010 against discrimination because of their dyslexia. Employers must also make reasonable adjustments in the workplace to ensure that employees with dyslexia can fulfil their duties.

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Reasonable Adjustments in the Workplace for Dyslexic Employees

There is a legal requirement under the Equality Act 2010 for employers to make reasonable adjustments at work so that dyslexic employees are not disadvantaged and to ensure that dyslexic employees can do their duties effectively. These will be changes to working practice; this might include technology assistance following a workplace needs assessment. We would identify additional workplace accommodations to allow employees to perform their jobs effectively.

Workplace Needs Assessments

A workplace needs assessment is an assessment that helps determine the most reasonable adjustments. We recommend our occupational psychologists carry out your workplace needs assessment, given the special training that occupational psychologists provide in understanding the workplace and how work impacts people with dyslexia.

It is essential to identify how dyslexia impacts the particular employee, as dyslexia affects dyslexic employees differently. The job description and person specification are evaluated as part of our workplace needs assessment. This evaluation would also consider any relevant performance appraisal reviews. These documents are analysed with reference to how dyslexia impacts these areas and what can be done to make reasonable adjustments in light of the adverse impact. Workplace needs assessments also identify and prioritise performance problems and assess whether dyslexia has a role in them.

The reasonable adjustments recommended as part of our dyslexia workplace needs assessments may include training for the employee and colleagues, coaching, mentoring, organising the work environment, assistive technology, and a support worker. I workplace needs assessments will also consider what can be done to change the workplace and workplace culture to make it more inclusive and dyslexia friendly. We will consider how the Equality Act 2010 applies. Our occupational psychologists will discuss the reasonable adjustments with the employee, their line manager and, if necessary, the union representative.

There are grants available to support people with dyslexia and other neurodiverse individuals in the workplace, such as Access to Work, which can fund many of these reasonable adjustments.

How Does Dyslexia Affect Dyslexic People's Performance At Work?

People with dyslexia may have problems with reading, particularly reading quickly and remembering what they have read. They may have difficulty organising their thoughts and writing. Their work may be poorly structured, and they may need additional time to produce reports to the same standards as their neurotypical peers. Some people with dyslexia have problems with spelling. As individuals with dyslexia often have difficulties with working memory, they may find it difficult to retain information and follow instructions, particularly complex instructions. Appointments can often be missed, and they can experience difficulties driving or navigating to different places.

Individuals may struggle to plan, write and structure memos and reports. They also may have various other problems linked to dyslexia. They might find it difficult to schedule work and meet deadlines. Following complex oral and written instructions can also be demanding for dyslexic people. Additionally, people with dyslexia may find it difficult to access and store electronic hard records efficiently. They may find it difficult to read maps and tables. Many people with dyslexia find it difficult to remember and recall the content of meetings, messages and telephone numbers. Problems also arise in finding their way around strange surroundings and reading maps, charts and tables.

Some people with dyslexia may feel overwhelmed with information and find it challenging to communicate concisely and clearly through speech or writing. They often know what they want to say but cannot articulate their feelings clearly. Consequently, individuals with dyslexia may struggle to perform well in recruitment and assessment processes.

People with dyslexia may experience bullying or harassment at work because of their dyslexia. The combined effect of dyslexia and the performance pressures of having to work in an environment which is not sensitive to their needs can often result in anxiety, depression and other mental health problems.

It is important to remember that there is no correlation between dyslexia and intelligence. Many dyslexic people have very high intelligence and are found in all professions at all levels. Often, individuals with dyslexia bring creative entrepreneurial" dyslexic thinking," which allows them to have real value in the workplace.

Disciplinary Action and Poor Performance Management Reviews

Employees with dyslexia and other neurodiverse conditions can often find themselves subject to disciplinary proceedings and worse performance management reviews than their neurotypical counterparts. Difficulties arise because of inflexible management styles, significant increases in workload, and changes to the job description or work role, which can significantly increase job stress and adversely impact the work performance of dyslexic individuals. It is critical in these circumstances to ensure that line managers are aware of a diagnosis of dyslexia, and if a formal diagnosis of dyslexia has not yet been obtained, to obtain one urgently from a specialist occupational psychologist. These difficulties can then be considered at any disciplinary hearing or performance review.

Top Ten Tips on Managing Dyslexia At Work

  1. Increase awareness of dyslexia through training.
  2. Offer support individually and recognise that each person is affected by dyslexia differently.
  3. Reduce distractions and provide a place to work without distractions to improve concentration.
  4. Adapt your communication style to include both verbal and written communication following meetings.
  5. Allow plenty of time to read and complete tasks.
  6. Allow the meetings to be recorded.
  7. Make adjustments to computers, including anti-glare. Break up computer work with other tasks.
  8. Ensure items are returned to the same place and the office is clean and tidy. An assistant can often help with these tasks.
  9. Use computers assistive technology to plan meetings, calendars, and other devices to help memory.
  10. Highlight important parts of written information. It is always helpful to follow written instructions with the verbal instructions. Ensure different formats are available to communicate information, including audio format and flow charts.

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